● Solution
Onboarding & Adaptation
A personalized ramp-up plan for every new hire, customer, or product user — with a grounded Q&A assistant that answers from your real policies, SOPs, and KB. Progress, sentiment, and time-to-productivity tracked from day zero.
Available as SaaS or on-premise. Personnel data and KB content stay where compliance requires.
−40%
Time to productivity
92%
Curriculum completion
+25 NPS
New-hire sentiment
Onboarding Pipeline · SISAV
NEW HIRE · MAYA · BACKEND ENGINEER
S
Signal
HRIS hire event · role · seniority · tooling
I
Interpretation
Profile → role template → gap analysis
S
Solution
Personalized plan + grounded Q&A assistant
A
Action
Schedule, nudge, intro, answer in Slack
V
Verification
Quizzes · TTFC · sentiment · escalation
Not “modules assigned”
“First commit day 4. Manager-rated ready: week 5.”
The onboarding tax
Generic checklists, stale wikis, and no visibility into who’s stuck.
3 mo+
average ramp to full productivity for a new knowledge-worker hire.
20%
of new hires leave within the first 45 days — most cite onboarding (SHRM).
38%
of onboarding tickets are repeat questions answered somewhere in the wiki.
One-size
checklists ignore role, seniority, and prior experience. Senior hires sit through Excel 101.
How it works — SISAV cycle
Same five phases. Worked example: a new backend engineer hire.
Signal
Hire/customer/user joins — profile in
Onboarding starts the moment the contract is signed. Pull profile data from the systems where it already lives, not a fresh form.
HRIS hire/role-change events (Workday, BambooHR, HiBob, Rippling, Personio)
CRM kickoff events for customer onboarding (Salesforce, HubSpot)
IDP / SSO provisioning (Okta, Azure AD) — access fingerprint
Profile dimensions: role, seniority, location, language, prior tooling
Optional self-declared skills survey to refine the plan
👤
HRIS
🔐
SSO/IDP
🏢
CRM
📋
Survey
💬
Slack/Teams
📅
Calendar
Profile assembled → ready before day 1
PLAN DELTA VS. ROLE TEMPLATE
Git essentials
skipped — declared expert
SQL fundamentals
skipped — prior role
Monorepo & CI walkthrough
added
Incident response playbook
added
Mentor: Diego (payments)
paired
Plan reduces from 14 modules → 9 relevant to Maya.
Interpretation
Map profile to a role template, find the gaps
A senior backend hire doesn’t need Git basics; they do need your monorepo conventions and incident playbook. The model resolves what to skip and what to deepen.
Role template × seniority × declared experience
Gap detection against learning catalog & policy library
Mentor / buddy match by domain, timezone, language
Compliance modules (security, data handling) auto-included
Stakeholder graph — who Maya needs to meet first
Solution
Curriculum + grounded Q&A assistant
A milestoned plan with mentors, KB shortcuts, and a Q&A assistant that answers strictly from your real SOPs — with citations. No hallucinated policy.
Week-by-week curriculum with checkpoints
RAG over internal KB / SOPs / policy / runbooks
Citations on every answer; “I don’t know” when out of scope
Multilingual — new hires read in their first language
PII masking before any external LLM call
MAYA · SLACK DM WITH ASSISTANT
“What’s our on-call rotation for the payments service?”
Payments uses PagerDuty schedule payments-prod, weekly handoff Mondays 09:00 UTC. Primary escalates to Diego after 15min.
Sources: runbooks/payments.md#on-call · policies/incident-response.md
Day 1
Welcome + access
SSO, repos, Slack channels — auto-joined.
Week 1
Buddy intros
3 paired sessions auto-scheduled.
Week 2
First PR
Starter task + reviewer assigned.
Stalled?
Manager ping
3 days idle → soft escalation.
Cadence respects timezone & quiet hours
Action
Schedule, nudge, intro — in the tools they already use
No new portal to log into. The plan executes in Slack/Teams, calendar, and the LMS you already own — and escalates when someone stalls.
Calendar booking for trainings, intros, mentor 1:1s
Slack/Teams nudges — only when something is actually due
Real-time Q&A in DM — no “ask the wiki”
Manager dashboard: who’s on track, who’s blocked, why
Auto-escalate stalled hires before week 2 turns into week 6
Verification
Time-to-productivity, not seats-filled
The cycle closes on outcomes. We measure when the new hire actually contributes — first commit, first ticket closed, first deal logged — and tie it back to the plan.
Time-to-first-contribution per role
Curriculum completion & quiz scores
Sentiment pulse (weekly, 1-tap)
Manager-rated readiness at 30/60/90
90-day retention vs. baseline
Q1 COHORT · 47 HIRES
Time to first contribution
9 days
Completion rate
92%
Sentiment (NPS)
+44
90-day retention
96%
Time to productivity
−42%
Everything an onboarding program needs
In one platform. Connectors to the systems you already run.
Personalized plan
Role × seniority × experience — not a one-size checklist.
Grounded Q&A
Answers from your real KB with citations. “I don’t know” when unsure.
Mentor matching
Pair by domain, timezone, language — not by who’s free Friday.
Compliance built-in
Security, data handling, role-specific regulation modules auto-included.
Multilingual
Hires read & ask questions in their first language.
Manager cockpit
Real progress, sentiment, and stall flags — not a green-tick illusion.
Stall escalation
Inactivity triggers a soft nudge, then a manager ping. No silent dropouts.
PII masking
Personnel data is redacted before any external LLM call. Policy-as-code.
LMS-friendly
SCORM/xAPI; integrates with Workday Learning, Cornerstone, Docebo, 360Learning.
Deploy your way
Onboarding runs wherever your personnel data has to live.
S
SaaS
Hosted, encrypted at rest. Up in days. Region pinning available.
P
On-Premise
For regulated industries. Personnel data and KB embeddings never leave your perimeter. Air-gap compatible.
H
Hybrid
PII redacted on-prem; LLM inference in cloud. Policy per data class.
Common onboarding cycles
Same SISAV pattern, different audience.
Engineering hires
Repo tour, runbooks, on-call shadowing — first PR by day 5.
Sales reps
Product, ICP, objection handling, CRM hygiene — first qualified call in week 2.
Customer kickoffs
Tailored implementation plan, milestones, success criteria — tracked to first value.
Support agents
Tier-1 KB mastery, shadowing, ramped queue — CSAT-tracked from week 1.
Frontline / shift workers
Mobile-first SOP delivery, safety quizzes, micro-learning during downtime.
Product user adoption
In-app guidance, role-aware tours, retention triggers — activation tracked to feature use.
Cut ramp time, not corners
Tell us about your cohorts — we’ll model the time-to-productivity improvement.
Or reach us at info@aglium.com · Telegram
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